Currently, the experience of the candidates for a vacancy is a crucial element to attract talent. This experience refers to what the applicants think of the application process, their insights, and feelings in the framework of the selection process, and this factor strongly influences their decision to join or not an organization.
With the advancement of information technology and telematics, social networks are an excellent way to properly promote job offers since they make them more attractive and less conventional than the usual job offer sites.
In addition, they allow you to target a broader target audience and increase the chances of finding profiles that initially would not have applied for a specific position.
The experience of the candidate is decisive in the selection process. The applicants, through their experiences and the feelings perceived during the application process, retain positive or negative points that might influence their final decision as well as the way they will perceive and talk about the company. The recruitment and selection process must be attractive and motivating for the applicants, but, above all, efficient to receive all the applications and not lose good profiles along the way.
It is defined as the candidate’s perception of the organization’s hiring process, from their first contact, mostly digital, to their final hiring. It is how the candidates feel about interactions with an organization during the hiring process.
The points of contact during the hiring process include the job search, the application process, the time of study of the file, and the way to respond negatively to this application if that is the case.
In Inbound Recruiting, the importance of the candidate’s experience is relevant even before the job search. Thanks to quality content, the passive candidate will be able to identify the company as a good employer even before making the actual decision to join it.
Any strategy that involves seeking to boost the candidate’s experience must contemplate each of the entry points through which the candidate passes to interact with the employer.
Influencing elements in the experience
To improve the recruitment and selection process, business organizations must give the necessary importance to the applicant’s experience. The employees’ perception of the stages before their hiring impacts the employer brand. A consistent hiring plan, effective onboarding, and having clear business ethics are the beginning of an answer to the expectations of Generations Y and Z.
Consideration of candidate experience is a direct result of the new employer-employee relationship that has been established over the last decade. The decision-making power in hiring, which was historically in the hands of the employer, has gradually shifted to those of the candidate.
Problems in the selection process
Failures in the recruitment and selection process can have serious consequences, including:
- Low productivity
- Inadequate work environment
- Few qualified teams
- Consequences on the brand
When teams are not enlarged on time, they experience unusual workloads. Faced with the expectation of not achieving the goals set and the reality produced by perceiving that reinforcement or the appropriate leader to assume command does not arrive.
Inadequate work environment
When it is not possible to join applicants who are properly integrated into the job, personnel rotation is usually high, and it produces an inadequate work environment, which generates a loss of productivity.
When we do not get the right candidate on time, low-qualified employees can take over and execute some activities and tasks; then there is a risk of lowering the quality.
Impact on the brand
Not recruiting the right applicant or not being able to support the team will harm your brand.
In the beginning, before your customers, by not reaching the necessary productivity; and then before your employees, when they perceive a lack of commitment.
Recent research concludes that the expenses related to the replacement of an employee can mean about 400 percent of the monthly salary.
Problems in the personnel selection
To reverse the negative effects of a poor recruitment and selection process, it is required to analyze the causes that generate it. In addition, it is necessary to know the reasons for the difficulty in finding and hiring the right staff and on time for your company.
An analysis of the process should be done from the very beginning (your employer brand) to the end (what you offer to applicants so that they stay with you) to detect the problems of your company in this regard. Only then you can apply the appropriate and timely solutions.
Effects of a good candidate experience
A good experience of the applicant to occupy a position in your organization is decisive. It allows them to have a real vision of how the company works before they are hired. A positive process should ensure that applicants are appreciated and respected, which improves the chances that they are excited to work for your company.
It is proven that a positive experience of the applicant in the process of recruitment and selection of personnel motivates them to comment positively on the networks and in their social circle. In addition, it allows:
- Reduction of associated expenses by 50%.
- Due to new technologies and automation, the analysis time is reduced by up to 70%.
- Greater probability of developing a career plan.
We can conclude by saying that it is extremely important that the candidate who might fill a vacancy in your company has a positive experience in the selection process as it generates significant benefits. Also, it is necessary to rely on new automation technologies to make the process more attractive and efficient.